GetHired

Start your next hire with actions, not forms. In GetHired, begin by spinning up a branded careers page and posting your first role in minutes. Use built-in templates to write the listing, then push it to job boards and social channels in one go. Turn on quick-apply so resumes flow straight into a structured profile via resume parsing, automatically populating education, skills, and work history. All applicants land in a single, searchable database. Invite your team with role-based access so recruiters, hiring managers, and interviewers only see what they need.

Next, shape your pipeline. Create custom stages (sourcing, screen, panel, offer) to match how your company actually hires. Add short pre-screen tasks—such as audio or video prompts—to qualify applicants before interviews. Source candidates with one click from referrals, past applicants, social posts, and integrated job sites, then trigger predesigned email templates for acknowledgments, rejections, and next steps. When it’s time to meet, use auto-scheduling to map panel or multi-round interviews, check interviewer availability, reserve rooms, attach video links, and sync everything to Google or Microsoft calendars. Single Sign-On keeps access simple and secure for the whole team.

During interviews, keep evaluations consistent with scorecards that capture ratings, notes, and competencies side by side. Collaborate live: @mention a teammate, assign owners for stages, and request feedback deadlines. The applicant tracker gives you a clear view of who’s moving, who’s stuck, and what’s pending, so you can remove bottlenecks fast. Use filters to find high-priority candidates, bulk-send updates, and log every interaction for audit and handoffs. After interviews, prompt the panel for feedback automatically and generate a concise review report to support decisions.

When you’re ready to close, build the offer package and send it for e-signature—no printing, no scanning. Kick off onboarding tasks the moment an offer is accepted: collect documents, confirm start dates, and share first-day info. Gather feedback from candidates and hiring teams to refine your process over time. Practical scenarios: a store manager fills seasonal roles by cloning last year’s pipeline; a startup engineering lead runs a three-stage loop with auto-scheduled panels; a distributed team hires remotely with video screens and structured scorecards; an HR admin centralizes all resumes and communications, while IT controls access through SSO. From posting to paperwork, every step is designed for speed, clarity, and teamwork.